360 Feedback:
The Need, the Process & the Results

Why 360 Feedback?

Leadership development is a key driver behind the use of 360 degree feedback. Providing feedback to leaders about how they are viewed by customers/clients, supervisor, peers, and others kick-starts effective behavior change toward increased results-especially when the feedback is supported by specific action planning and, ideally, coaching.

Leaders seldom receive as much honest, straightforward feedback--positive and negative--as they need for an accurate self-perception. Accurate self-perception is the necessary prelude to effective behavior, which in turn is the necessary prelude to results.

Accurate Self-Perception to...

Effective Behavior to...

Results!

When anonymous feedback solicited from others is compared with the leader's self-evaluations, the leader will have a more realistic picture of his or her strengths and weaknesses. This, in turn, prompts behavior change, especially if the weaknesses identified were previously unknown to the leader, and when such change is encouraged and supported by the organization.

Other potential benefits of 360 degree feedback are targeted ultimately at organizational change and improvement. By increasing leader self-awareness through formalized feedback, an organization's culture may well become more team-based and participatory. This should ultimately lead to increasing levels of trust and communication among employees and between employee groups.

We Have the Right Tool

The 360 degree Powerful Feedback Survey employs up-to-date, flexible database technology to allow users to respond easily to the multiple questions, as well as to include personal comments. The confidential reports provided to the survey participants come with debriefing, coaching and time to action plan around the items suggested for performance improvement.

Some features of our Powerful Feedback Survey:

• The survey tool is web-based, which means feedback providers can log-on from anywhere to spend only a few minutes to complete the survey.
• Feedback questions can be customized to your organization's specific needs.
• Feedback providers can provide written observations as well as numerical responses.
• All respondents and responses are confidential.
• Each leader receiving the feedback receives a private, confidential report and support for interpreting the data and for action planning for performance improvement.
  

Typical Survey Logistics

• About 4 weeks before the feedback session, an internal administrator receives an administration package with web site passwords and invitation e-mails to suggested key people.
• Each participant completes the assessment, then invites managers, subordinates, peers, clients, and others whose feedback is important to complete the survey on the web using confidential passwords.
• The Feedback Report is given to each participant in the context of the Feedback Coaching Workshop with the workshop leader available for consultation.
• Each participant prepares an action plan based on survey feedback.

In the best-seller, First, Break all the Rules: What the World's Greatest Managers do Differently, Gallup research from almost 106,000 individuals in over 2,500 business units shows that the research item "in the last seven days, I have received recognition or praise for doing good work," is rated as one of the top 5 hallmarks of the most effective leaders. Note the frequency of the need for positive feedback--"every seven days"!!

For More Information

Go to www.powerfulfeedback.com OR

E-mail info@PowerfulFeedback.com OR call (403) 252 -7166